State of Delaware, DuPont and University of Delaware partner to form Delaware Innovation Space, Inc.
 
WILMINGTON, Del. – Governor John Carney on Monday announced the creation of the Delaware Innovation Space, Inc. – a nonprofit public-private partnership established by the State of Delaware, DuPont, and the University of Delaware that will catalyze the entrepreneurial growth of new science-based businesses and ventures in Delaware.

The Delaware Innovation Space will be headquartered at the DuPont Experimental Station research campus in Alapocas.

Formed as a separate nonprofit organization and legal entity and governed by an independent board, the Delaware Innovation Space will operate as an incubator to accelerate and drive new business growth, and as a research institute for the advancement of science in collaboration with the diverse scientific talent base in Delaware.

Each founding partner will contribute assets in support of the formation of the nonprofit, and two members to its initial Board of Directors.

“Delaware’s economy remains in transition, and we should do everything we can to support innovation, and partner with the private sector to drive business and job growth,” said Governor Carney. “DuPont and the University of Delaware have long histories of innovation, and remain crucially important to the future of our economy and our state. This partnership will draw upon the resources of those institutions to help science-based businesses grow here in Delaware, and connect Delaware’s students to the work of our most talented innovators.”

“The Innovation Space at the Experimental Station shows that DuPont, the state and the University of Delaware are committed to creating a nurturing environment for business to grow and thrive,” said U.S. Senator Tom Carper. “Delaware may be small, but we are nimble. We have all levels of government partnering with the private and non-profit sectors to find ways to make Delaware a more attractive place to do business. The Innovation Space is another example of a great idea that came from the power of partnerships.”

“This building will provide Delaware with what startups in our region need the most, high quality and market rate lab space,” said U.S. Senator Chris Coons. “In the Senate, I have worked hard to give science based early stage companies tools they need, but ultimately Delaware needs more lab space like this in order to help local companies grow and for us to attract other companies from outside of our state. I am thrilled to see this building come to fruition, and excited to see what technologies emerge from this site.”

“It’s exciting to see what we can accomplish when we come together, and I’m grateful for the University of Delaware and DuPont for their continued support of a brighter future for Delaware,” said Congresswoman Lisa Blunt Rochester. “Not only will this partnership promote economic growth and attract new businesses, it will also provide students with exciting opportunities to get hands on research experience in growing fields.”

“DuPont’s vision for the Experimental Station is to harness the power of collaboration to drive innovation,” said Doug Muzyka, DuPont Senior Vice President and Chief Science and Technology Officer. “The Delaware Innovation Space will accelerate new business growth and give entrepreneurs, scientific leaders, and businesses access to best-in-class talent, resources and the culture of the Experimental Station.”

“UD fosters a strong, productive and longstanding relationship with the State and DuPont that advances scientific inquiry, strengthens our economy and improves the lives of Delawareans,” said Dennis Assanis, University of Delaware President. “The Delaware Innovation Space represents a new and exciting chapter in that partnership, one that will benefit our community for many more decades ahead.”

The partnership of the State of Delaware, DuPont and the University of Delaware at the Experimental Station not only will fuel growth of science-based businesses; it will spur job creation, creativity, and develop, attract and retain science talent in Delaware.

The Delaware Innovation Space will focus on key Science, Technology, Engineering and Mathematics (STEM) areas that align with strengths both DuPont and UD bring to the venture. They include industrial biotechnology, renewable energy, advanced materials, chemical ingredients, nutrition and healthcare to help strengthen Delaware’s presence as a leader in those areas.

It also will provide education to entrepreneurs and startups, help accelerate the formation of new businesses, and connect Delaware’s students with the work of innovators and entrepreneurs.

The Delaware Innovation Space will be located in a dedicated building (E500) at the Experimental Station. It will include approximately 100,000 square feet of innovative laboratory and office space comprised of a mix of large shared lab spaces and open office areas in addition to private laboratory and office suites.  Delaware Innovation clientele also will have access to other common spaces and leveraged capabilities at the Experimental Station.

Partner contributions include:
State of Delaware:

• $5 million in startup funding support over 3 years from the Delaware Strategic Fund
• Key support from public stakeholders in attracting companies to Delaware

DuPont:

• $1.25 million in startup funding
• Modern laboratory and office building at the Experimental Station, valued at approximately $15 million today
• Laboratory equipment valued at up to $2 million
• Nonprofit set-up costs

University of Delaware:

• $1.5 million in startup funding over three years
• Student internships
• On-site workshops and seminars led by UD faculty members
• Grant writing support

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DOVER (April 20, 2017) – The Governor’s Welfare Employment Committee announced the winners of its 2017 TANF Employment Awards of Excellence as it recognized 39 employers in Delaware who hire, train and maintain positive working relationships with employees who receive Temporary Assistance for Needy Families (TANF) benefits, and 47 TANF clients who have succeeded in the workplace despite the challenges they have faced.

Nominations for the awards were submitted by individuals and organizations from communities across the state, and winners were selected by members of the Governor’s Welfare Employment Committee. One award is presented to an employer and an employee from each county, as well as one overall award to an employer and an employee.

“As a committee, what we do is about helping TANF recipients transition to work, raising public awareness, and providing support and guidance,” said Greg Gyarmati, chair of the Governor’s Welfare Employment Committee and director of human resources at Dover Downs Hotel & Casino.
The employee winners of the 2017 TANF Employment Awards of Excellence, who were honored at a breakfast ceremony April 19 at Dover Downs Hotel & Casino, are:

• New Castle County: Gienavive Johnson
• Kent County: Patricia Milburn
• Sussex County: Valarie Purnell
• Statewide: Akira Collins

The employer winners of the 2017 TANF Employment Awards of Excellence are:

• New Castle County: Dust Away Cleaning
• Kent County: God’s Way Thrift Store
• Sussex County: Delmarva Clergy United in Social Actions (DCUSA)
• Statewide: Dover Downs Hotel & Casino

The event was hosted by the Governor’s Welfare Employment Committee, the Department of Health and Social Services, the Department of Labor, the Delaware Economic Development Office, and DART. All nominees were invited to the ceremony.

“We all have an attachment to work and to the dignity that comes with a job,” DHSS Secretary Dr. Kara Odom Walker said. “The working parents we honored found jobs through our TANF program, and they are raising their families, demonstrating initiative and excelling in their workplaces. That path to self-sufficiency was borne out of perseverance. That is a powerful message of success, and I’m so proud of the work we’re doing together.”

“The TANF program is yet another valuable resource the State of Delaware is making available to some of our most deserving residents,” said Labor Secretary Dr. Patrice Gilliam-Johnson. “We are pleased to be recognizing those employers who help make these opportunities a reality and the employees who continue to serve as stellar examples of the program’s success.”

In addition to Secretary Walker and Gyarmati, attendees also heard a personal story from Lindsey Hill, a former TANF client who now works as a senior social worker for DHSS’ Division of Social Services in Dover. Hill credited a DHSS staff person in Bridgeville who “listened the whole time” when she applied for TANF benefits and other supports in 2011. Now as a senior social worker, she said, “I might be helping someone the way I was helped.”

Calvin D. Brown, president of Technically Inclined in Bear, gave the keynote address. “I want to thank the TANF recipients for believing there is a better way,” he said, encouraging those who have found full- or part-time jobs “to bring value to your situation.”

A total of 47 employees – 19 from New Castle County, 16 from Sussex County and 12 from Kent County – were nominated, along with 39 employers. The employers nominated were:

• Kent County (18 nominees): The Grocery Basket, God’s Way Thrift Store, Integrity Staffing Solutions, Sea Watch International, Perdue Farms, Hardee’s, Walmart, International House of Pancakes (IHOP), McDonald’s, Dover Downs Hotel & Casino, Matthew Smith Bus Company, American Home Solutions, Bayada Home Health Care, Adecco Staffing, American Maid Services, Dollar Tree, Dover Post and TGI Friday’s.

• New Castle County (15 nominees): Dust Away Cleaning, Griswold Home Care, Express Employment Professionals, Kool Kid’s Learning Center, Securitas Security Services, Angel Companions, North American On-Site, Latin American Community Center, Beverly’s Helping Hands Child Care Center, Ministry of Caring II Bambino Infant Child Care Center, Family Dollar, Panda Express, EDSI Solutions, Always Best Care and Integrity Staffing Solutions.
• Sussex County (six nominees): Epic Health Services, DePaul Industries, Quality Staffing Services, Delmarva Clergy United in Social Action (DCUSA), The Curiosity Shop and Meoli Companies.
To hire a Temporary Assistance for Needy Families (TANF) recipient or to learn more about the TANF employment initiative, contact the Delaware Department of Labor, at 302-761-8085.

In Fiscal Year 2016, the Department of Health and Social Services had 4,976 TANF cases, serving 8,245 children, plus their parents. The average TANF household grant was $266 per month. TANF is a time-limited program, and work-mandatory clients can receive TANF benefits for a maximum of 36 total months in their lifetimes. To get a monthly TANF benefit, most clients must work or participate in work-related activities for 20 to 40 hours per week, depending on the number of parents in the household and the age of their children.

In Fiscal Year 2016, employment and training vendors served 1,704 clients in Delaware, with 329 clients earning full-time jobs and 408 earning part-time jobs.

To learn more about Temporary Assistance for Needy Families (TANF) in Delaware, go to the DHSS website.

TO THE MEDIA: Photos of the statewide employee and employer honorees can be downloaded from DHSS’ flick site:
https://www.flickr.com/photos/deldhss/albums/72157682733268606

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The Department of Health and Social Services is committed to improving the quality of the lives of Delaware’s citizens by promoting health and well-being, fostering self-sufficiency, and protecting vulnerable populations.

The Delaware Department of Labor connects people to jobs, resources, monetary benefits, workplace protections and labor market information to promote financial independence, workplace justice and a strong economy.

Division of Revenue Director David Gregor has announced that Delaware tax season filing deadline this year is Monday, May 1, 2017. Citizens are encouraged to file their 2016 State of Delaware Personal Income Taxes or file an extension to Monday, October 16, 2017 by using our online services at www.delaware.gov.

Delaware urges taxpayers take advantage of online filing, with refunds from electronically filed returns being issued on average in less than nine days. Refunds from paper-filed returns average more than 14 days.

The following electronic filing options are available:

• Those who don’t need tax preparation software can file for free on the Delaware Division of Revenue website. This online system is extremely user-friendly and available 24/7. The system also allows taxpayers to file their returns and then schedule any payment due closer to the May 1st deadline. Taxpayers may pay their State of Delaware taxes on this system using a credit card or by debiting their bank account.
• Those who prefer tax-preparation software can electronically file their federal and state income tax returns for a fee, though these products also offer free-filing options for Delaware taxpayers who meet the following qualifications:
  • Adjusted gross income less than the software’s established means criteria; or
  • Active-duty military with an adjusted gross income of $60,000 or less (including Reservists and National Guard); or
  • Qualify for the Earned Income Tax Credit (EITC)

For paper-filed returns, the State uses a modernized processing system that identifies tax filings based on the type of return, i.e. refund or balance due. Any taxpayer who files a 2016 tax return using a previous-year return, or who modifies the paper return in some way will experience significant delays. Paper tax returns are available for download at www.revenue.delaware.gov.

Because Delaware does not maintain reciprocal agreements with other states, it is important for anyone who is not a Delaware resident – but who has worked in Delaware – to understand that they must file a Delaware tax return. Delaware residents who work out-of-state are required to file returns with Delaware in addition to the state where they worked.

By law, Delaware employees should receive their W-2 employment forms by January 31, 2017 for any job worked during the 2016 calendar year. Those who haven’t received a W-2 by January 31 should contact their employer.

Governor Carney created the working group with Executive Order #1

WILMINGTON, Del. – The Delaware Economic Development Working Group submitted its report to Governor John Carney on Friday, recommending a plan to implement a public-private partnership – the Delaware Prosperity Partnership – that would restructure Delaware’s economic development efforts.

The nonprofit partnership, as recommended by the working group, would leverage private resources to enhance business recruitment, promote entrepreneurship and innovation, support workforce development and provide market analysis on Delaware’s economy.

On January 18, his first full day in office, Governor Carney signed Executive Order #1, creating the working group to recommend a plan for implementing a public-private partnership to improve Delaware’s system of economic development.

Governor Carney is reviewing the working group’s recommendations.

“Delaware’s economy continues to undergo substantial change, and we should do everything we can to ensure Delaware is competing for the good-paying jobs of the future, preparing our workforce for those jobs, supporting our entrepreneurs and promoting innovation,” said Governor Carney. “It makes sense to ask the business sector to partner in those efforts. Thank you to the members of the working group for their attention to this important issue. I am committed to working with the General Assembly as we explore a path forward.”

A new partnership, as recommended Friday by the working group, would be designed as a forward-looking entity to anticipate economic trends – with success of the initiative defined by a set of metrics to include new job creation, higher wages, expanding Delaware’s high-quality talent base, growing Delaware’s tax base, and new business formation.

The working group’s plan does not call for a full replacement of the Delaware Economic Development Office. Under the group’s recommendations, DEDO would remain responsible for administering the Delaware Strategic Fund, Delaware’s Tourism office, business development initiatives and various additional functions.

The Delaware Prosperity Partnership would be led by a Chief Executive Officer and governed by a 15-member board with members from the public and private sectors. Friday’s report anticipates a total annual budget of $2.5 million – with the private sector funding a target of 40-60 percent of the nonprofit’s operational costs.

“The members of the working group were honored to serve the Governor on this project and brought a lot of energy, commitment and great thinking to the process of developing the final report,” said Mark Brainard, President of Delaware Technical Community College, and co-chair of the Economic Development Working Group. “The literature shows that states that want to bring additional resources and talent to their economic development initiatives in the future utilize public-private partnerships as a mechanism for generating these additional resources and this proposed model is a very solid start for the Governor’s team and the General Assembly to build upon during the weeks and months ahead.”

“I want to thank all the working group members for their active and thoughtful participation,” said Rod Ward, President of Corporation Service Company, and co-chair of the Economic Development Working Group. “Our report outlines a wonderful opportunity for the business community to work more closely with the state on economic development through a public-private partnership. It can be a game changer for economic growth.”

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Policy will allow state to consistently address discrimination in the workplace

WILMINGTON, Del. – Governor Carney on Monday released a uniform, anti-discrimination policy that will allow state agencies to consistently respond to reports of discrimination, harassment and retaliation in the workplace – and clearly outlines a consistent policy for state employees to report and resolve complaints of discrimination.

Governor Carney signed Executive Order Six on March 1, directing the Office of Management and Budget to create a consistent anti-discrimination policy by April 1. The policy has been circulated to all Executive Branch agencies. Human resources managers from each agency had an opportunity to review and provide feedback prior to the release. The policy was adopted April 1.

Full text of the policy is available below.

“This uniform policy will mean better, standardized inclusion and diversity training for state personnel, and will lead to a consistent process for identifying and eliminating discrimination across state government” said Governor Carney. “We need to be a leader in creating an inclusive and discrimination-free workplace. While agencies throughout the state had policies addressing discrimination, this statewide policy will ensure that all state employees know where to go if they aren’t being treated fairly.”

The creation of a consistent anti-discrimination policy was a recommendation of the Action Plan for Delaware, the report submitted to Governor Carney by his Transition Team.

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Full text of the policy:

POLICY ON ANTI-DISCRIMINATION, WORKPLACE HARASSMENT AND RETALIATION
Policy Number: P17-001
Effective Date: 04/01/2017 Supersedes: State Agency Discrimination Complaint Policy and Procedure
Application: All Executive Branch State Employees Merit Rule: 2.1
Authority: Executive Order #6
PURPOSE AND SCOPE

To establish a policy with uniform procedures for the Executive Branch of the State of Delaware outlining its position and practice with regard to anti-discrimination, harassment and retaliation in the workplace and to outline the method of reporting and resolving complaints.

DEFINITIONS

Protected Class: This policy prohibits unequal and unlawful treatment of an individual on the basis of a person’s race, color, national origin, gender, age (40 and over), sex, pregnancy, marital status, sexual orientation, gender identity or expression, religion, creed, disability, or veteran’s status, and victims of domestic violence, sexual assault and/or stalking, family responsibility, or any other category protected by state and/or federal civil rights laws.

Prohibited Activities: Any unwelcome verbal, written, physical conduct, or electronic communication that either degrades or shows hostility or aversion towards a person because of that person’s protected class.

Harassment: Unwelcome conduct that is based on an individual’s protected class. Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating or hostile.

Retaliation: Any act of reprisal, interference, restraint, penalty, discrimination, intimidation, or harassment against an individual or individuals that has an adverse employment action for exercising rights under this policy.

Third-Party Individuals: These individuals include contractors, volunteers and other third-party, non-state employees. Any discrimination, harassment, or retaliation claims made by a third-party, must be addressed through the third-party’s employer and/or DDOL or EEOC.
Workplace: Any location, either permanent or temporary, where an employee performs any work-related duty. This includes but is not limited to the buildings and the surrounding perimeters, including the parking lots. It includes all state-owned and leased space, including vehicles, and any location where state business is conducted.
POLICY

The State of Delaware is firmly committed to the principle of providing a working environment free of discrimination and harassment based on a person’s race, color, national origin, age, sex, marital status, gender identity, sexual orientation, pregnancy, religion, creed, disability, veteran’s status or any other category protected by applicable state and/or federal law.

State employees are strictly prohibited from engaging in any form of discrimination, harassment or retaliation. Examples of prohibited behaviors may include, but are not limited to:

• Discriminating against an individual with regard to terms and conditions of employment because of being in one or more of the protected categories referred to;
• Engaging in threatening, intimidating, or hostile acts toward another individual in the workplace because the individual belongs to, or is associated with, any of the protected categories;
• Displaying or distributing material (including electronic communications) in the work place that contains derogatory or demeaning language or images pertaining to any of the protected categories;
• Unwelcome touching or near-touching, which can encompass leaning over, cornering, hugging, pinching, sexual innuendos, teasing and other sexual talk such as jokes, personal inquiries, persistent unwanted attention and sexist remarks; (See also Sexual Harassment Prevention Policy); or
• Slurs, jokes or remarks that are derogatory, demeaning, threatening or suggestive to a class of persons or a particular person or that promote stereotypes of a class of persons.

The State will not tolerate such conduct by State employees or any third-party individual on its workplace. Any employee, who after a complete and impartial investigation, is found to have engaged in such conduct will be subject to appropriate disciplinary action, up to and including termination.

No employee shall be subjected to retaliation for reporting, testifying, assisting or participating in any manner in an investigation, proceeding or hearing resulting from a complaint of discriminatory or harassing behavior. No employee shall intimidate, threaten, coerce or discriminate against any individual for the purpose of interfering with that person’s right to file a complaint of harassment or discrimination.

State agencies shall provide all new employees with training on this policy and procedure within a reasonable period of time after the employee’s first date of employment with the State, not to exceed the first 90 days of employment. Refresher training shall be provided to all employees, including supervisors, within a reasonable period of time, but not to exceed every three (3) years. All state agencies shall also provide supervisors with training on a regular basis regarding their obligations and duties under this policy and procedure. The Office of Management and Budget may assign mandatory training in furtherance of this policy.

While the State of Delaware is committed to the principles embodied in this policy, it is not intended to state contractual terms and does not constitute a contract between the State and its employees. Furthermore, this statement constitutes only the policy of the State of Delaware. A finding violation of this policy does not mean that the conduct violates state and/or federal laws.

PROCEDURE

An employee who believes they have been discriminated against, harassed or subjected to retaliation on any of the bases set forth in this policy should utilize the following procedures:

1. Promptly report the incident and details related to the complaint to the department’s Human Resources Manager, their Division Director, their supervisor, or any individual designated by the department to receive such reports.

   Under no circumstances is the individual alleging workplace discrimination, harassment or retaliation required to file a complaint with the alleged harasser.

2. Any supervisor or manager receiving a complaint must notify their Human Resources Manager or other individual that has been designated by the department to receive such complaints within one (1) business day of receipt of the complaint.
   Supervisory personnel who allow workplace discrimination, harassment or retaliation to continue or fail to take appropriate action upon learning of such conduct will be subject to corrective action. Such corrective action includes, but is not limited to, mandatory referral to EAP, training, disciplinary action, up to and including termination.
3. The department Human Resources Manager must also be notified, in addition to any other individual designated by the department to receive such complaints. If your agency does not have a Human Resources Manager, if the complaint crosses agencies, or if the complaint involves a Cabinet Secretary or Deputy Secretary, the Office of Management and Budget shall be notified, and a determination will be made as to the appropriate individual(s) to investigate the complaint.
4. The Human Resources Manager or designee shall conduct a neutral and thorough investigation of reported workplace discrimination complaints within a reasonable timeframe. All employees are expected to cooperate with administrative investigations. Failure to cooperate in an administrative investigation may result in disciplinary action, up to and including termination of employment.
   a. Any employee found to have knowingly and willfully filed false charges of discrimination, harassment or retaliation will be subject to appropriate disciplinary action.
5. Objectives of the investigation include whether the complaint can be substantiated on the basis of facts, recommending appropriate action and suggestions for preventing future occurrences.
6. The relevant parties will be informed if the complaint has been substantiated or unsubstantiated. If the complaint is substantiated, the department shall take appropriate action recommended by Agency Human Resources or designed and/or the Office of Management and Budget.

Corrective action may include, but is not limited to, mandatory participation in counseling, training, disciplinary action, up to and including termination. Disciplinary action(s) shall be processed in accordance with Merit System Rules and/or collective bargaining agreements, where applicable.
Making a complaint pursuant to this policy will not extend the timeframes, prescribed by statute, by which any person must file a formal complaint through the Merit Rules, the Department of Labor’s (DDOL) Office of Anti-Discrimination, the Equal Employment Opportunity Commission (EEOC), a Collective Bargaining Agreement, if applicable, or any court or regulatory body.

The statute of limitations for filing a charge with DDOL or EEOC under State and Federal law is (300) days from the date of the discriminatory action. Making a complaint pursuant to this policy will not extend the time by which any person must file a formal complaint with the Delaware Department of Labor, the Federal Equal Employment Opportunity Commission. No provision of this policy is intended to create any individual right or legal cause of action that does not already exist under state or federal law.
Questions regarding this policy may be directed to Human Resource Management, Employee Relations (302)739-4195.

This policy is not intended to create any individual right or cause of action not already existing and recognized under state or federal law.